Finance Tip of the Bi-Week – Love & Money Part #2

A wise man once said, “Where your money, is there your heart shall be.” If your heart does indeed follow your money, than it makes sense that if you hide money and spending from your partner, then your heart really isn’t in the relationship. Or vice versa. Financial infidelity is extremely damaging to a relationship while on the flip side when you have the same values as a couple it can be very good for the relationship. And if you find that your partner is hiding things from you, then you have a good indication as to whether or not their heart is truly with you.

My wife and I have been very blessed in that we rarely disagree when it comes to money. We both tend to save and analyze our purchases before we buy things, and we like to be charitable so we tend not to argue much about it.

Best to discuss your finances before you get too serious and always look to where their money goes, because you’re likely to find that, that is exactly where their affections lie.

Finance Tip of the Bi-Week

April 14, 2016

Financial Emergencies are usually the result of chronic poor decisions made over the long-term. The problem is, that they seem to strike suddenly because something triggers the financial problem which exposes the lack of real liquidity. It’s kind of like when Koothrappali angers his parents in that episode of The Big Bang Theory and they cut off him from his funding because he keeps spending all his money on the deaf girl who is taking advantage of him.

If Koothrappali had saved his money from his job, and not wasted all his parent’s money, he might have had a big savings account that he could have then used to waste on his deaf girlfriend who was taking advantage of him. Which would in turn later expose bad chronic financial decisions yet again…. But at least it would have been later.

Some More HR Advice from our friend Christie Ferguson of 1 Stop HR Consulting

Christie has some advice on workplace conflict.  I am currently taking a course in leadership where we just talked about conflict so this is fitting.  Here’s Christie’s advice.

By: Christie Ferguson CHRP, CHRL

Wouldn’t we all like to eliminate workplace conflict? Why do we have to have it? Why don’t we just all avoid it? Ahhh, but that only works for so long…

The truth is, that it is impossible to eliminate all workplace conflict, and some conflict is actually good believe it or not! Conflict can bring about change, and inject new ideas!

Most of the time conflict is driven through Communication or Emotion. Think back to the last conflict you had at work, were you missing information or was there a lack of communication? Some of us will react based on emotion rather than fact – has this happened to you?

Knowing how to deal with conflict is key. Here are some tips:

  1. Deal with it head on. Don’t let it fester, it will only make things worse. Confront it and move forward.
  2. Understand WIIFM – look at the other side and try to understand what it is that they stand to gain – the “What’s In It For Me” factor.
  3. Decide whether it is worth it. Gauge the other things on your plate and the other battles you may encounter, is this one really worth fighting for? If not, let it go.
  4. Look at it as an opportunity. Is there something that could be gained through this? Could you view this conflict as a possible opportunity? Maybe to show leadership?
  5. Recognize differing perspectives. Is there something that you can learn from this other perspective? Is it possible you could be wrong or could stand to learn something?
  6. Engage in in-person conversations. Conflicts can escalate through misinterpretations from email, phone or social media communication. Meet in person to discuss wherever possible.

Whatever method you choose, try not to avoid unless it makes sense to do so. Try to be open minded and look for opportunities to learn and grow as a result of conflict. Many people get too focused on their immediate reaction rather than take a step back and grow as a result of their exposure to it. It takes guts and at times courage. Don’t be afraid – you can do it!

Christie Ferguson CHRP, CHRL
President
1 Stop HR
226-750-3160
christie@1stophrconsulting.com
www.1stophrconsulting.com

Job Posting

BOOKKEEPER/TAX PREPARER

Looking for some independence?  How about local travel to client sites providing a variety of Bookkeeping and Tax Preparation services for an established bookkeeping company?

We are looking for a dedicated and detail oriented bookkeeper with 2+ years of experience in bookkeeping and tax preparation.  This position is suitable for someone who is looking for 30 hours per week to full time hours and likes a bit of variety!

Compensation will be both an hourly wage of $15 plus access to a competitive quarterly performance bonus (more details can be provided in the interview process).

The successful candidate in this role will provide bookkeeping and tax preparation services to company clientele including, preparation and maintenance of complete sets of books, records of accounts, financial transactions and the verification of these procedures.  Direct involvement in the smooth and compliant financial operation of company clientele with a dedicated focus on accuracy and transparency.

Duties in this role will be to:

  • Keep financial records and establish, maintain and balance various accounts using manual and computerized bookkeeping systems
  • Post journal entries and reconcile bank accounts, prepare trial balance of books, maintain general ledgers and prepare financial statements
  • Complete and submit tax remittance forms for:  payroll, HST, WSIB and other government documents
  • Prepare personal and business tax returns and perform other bookkeeping services for review
  • Assist with audits as required
  • Take phone messages and answer client questions
  • Track time and billing using Microsoft Outlook
  • Prepare weekly, bi-weekly and monthly payroll for small businesses
  • Handle cash and payment as needed
  • Research and keep up-to date with government tax guides and other business related documents
  • Travel to and from client sites – approx 70% to local Ayr and KW area
  • Maintain and build client base
  • Remain current with accounting practices
  • Maintain complete confidentiality of client accounting details
  • Other duties as assigned

Required Skills and Abilities:

  • Completion of secondary school, Completion of college level accounting, bookkeeping or related field OR
  • Completion of two years (first level) of a recognized professional accounting program (e.g., Chartered Accounting, Certified General Accounting) OR
  • Courses in accounting or bookkeeping combined with several years of experience as a financial or accounting clerk are required
  • Knowledge of General Accepted Accounting Principles (GAAP)
  • Strong computer skills including experience with: Simply Accounting, Microsoft Office (Word, Excel, Outlook), CANTAX, QuickBooks
  • Experience with Great Plains Dynamics is an asset
  • Valid Driver’s License

We thank all candidates for their application, all resumes will be screened and only those selected for an interview process will be contacted.  Please apply to this email: hr@pv3tax.com

Some More HR Advice from our friend Christie Ferguson of 1 Stop HR Consulting

A check list of items to include in Employee Files:

Are you setting up your employee files for the first time or have you ever wondered if your files are set up correctly? Here is a list of items you should include in the files:

  • Resume and cover letter
  • Interviewing notes
  • Behaviour/competency profiles
  • Reference notes, any background check information
  • Job description(s)
  • Employment agreements and any additional agreements related to the job
  • Emergency contact information
  • Awards or recognition earned
  • Training records
  • Benefits information
  • Completed new employee orientation checklist
  • Signed policy manual acknowledgement
  • Any promotions, transfers or updated job and salary information
  • Documentation of any performance issues
  • Performance reviews
  • Warnings
  • Resignation letter
  • Termination letter

Christie Ferguson CHRP, CHRL
President
1 Stop HR
226-750-3160
christie@1stophrconsulting.com
www.1stophrconsulting.com

 

Some HR Advice from our friend Christie Ferguson of 1 Stop HR Consulting

Be ready for 2015!

As we get closer to closing off the 2014 year, I thought it would be fitting to take a look at the top HR implementation trends for 2014.  This list was crafted by McLean and Company and just released for review.  Take a look at the top HR trends that were implemented by companies across the world this past year in order of popularity:

E-Learning
Social media for recruiting
Communicating total rewards
Enabling internal mobility
Action learning
Creating a diverse culture
Managing health care costs
360 feedback for development
Employee well-being programs
Sourcing passive candidates
Frequent engagement surveys
Improving the candidate experience
Including leadership competencies
Conducting stay interviews
High potential employee programs

In this day and age, employers have to very much keep in tune with the trends in HR in order to be able to continue to attract and retain quality employees.  It is getting harder and harder to do so, so we need to become smarter at how we stay competitive with our methods!  Take a look at the above list.  How many of these items could you confidently say are in place in your workplace?  How many are on the list for 2015?

Solid leadership and a growing business depends on good people.  I highly suggest you take a good look at this list and look at implementing strategies around these areas to stay competitive and to be able to attract and keep the talent you are looking for.  Of course…if you ever need a hand…you know where we are!

How to address the Gap!

I received a question recently from one of my resume clients about what to do to help cover the “gap” between jobs on a resume.  If the gap was due to the fact that you went back to school or were on a maternity/paternity/parental leave, than it becomes easier to address, however if it was due to the fact that you had been terminated, you left a job or something else that you would rather not have to get into…then there are some things I would recommend.

  1.  Consider a functional resume rather than a chronological resume – this means that instead of listing all your areas of employment with the dates associated and the duties immediately following…pick your top 3 or 4 skills that relate to the job you are looking for and then note all the experience you have under those categories.  Move your job title, company and dates to the end of the resume so it isn’t as noticeable.  This way your skills are highlighted not the gap in your employment.
  2. When gaps get addressed during an interview, quite often it helps if you are able to say that you took additional courses, upgraded some skills or volunteered in the field while you were seeking employment (if indeed this is the case).
  3. If you didn’t take courses or do anything to continue to enhance your skill set, then you may want to respond that you were interviewing and looking for the best fit for your background and future goals as you felt this was the best approach for you and the potential employer.  And, this has required time.
  4. Be honest.  I have had job seekers say that they took a leave of absence to deal with a personal matter that has now been fully addressed and that they are now seeking to get back into the workforce.

Consider the above, it can be tough, but look for ways to be truthful but to the extent where you don’t have to reveal things that you don’t wish to reveal.

Christie Ferguson CHRP, CHRL
President
1 Stop HR
226-750-3160
christie@1stophrconsulting.com
www.1stophrconsulting.com